As a Business Manager or HR professional, one of your key responsibilities is ensuring your employees are always performing at their best and putting in the effort required to help you grow your organization.
As a Business Manager or HR professional, one of your key responsibilities is ensuring your employees are always performing at their best and putting in the effort required to help you grow your organization.
Create a Happy and Productive Workplace With These 5 Effective Communication Strategies For Leaders.
Whether you are a Business Manager or a HR Professional, when it comes to leadership communication there is no one-size-fits-all method.
That’s because different employees require unique approaches:
As a result, leaders need to have adaptable communication strategies to ensure they address every employee's temperament correctly.
In the modern workplace, leadership shouldn’t be transactional. Effective management is no longer just as simple as giving orders and expecting results.
Instead, a new style of leadership has risen to the fore, promising productive organizational cultures and enhanced employee engagement.
Its name is positive leadership.
As leaders themselves, business managers and HR professionals play a pivotal role in fostering positivity, and here are five crucial things they need to know.
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Today, modern employees are much more aware of the diversity and inclusivity of their workplace. In fact, it’s never been easier to recognize an organization that champions these values against one that does not.
Why does this matter?
According to a McKinsey study, respondents who feel very included in their organization are nearly three times more likely to feel excited by and committed to their organization.
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Employees spend a lot of their week at work – whether in the office or working remotely.
This means their work experience and environment can affect their overall well-being, not to mention their productivity, comradery and health.
So, whether you're a supervisor, manager or HR specialist, one of your responsibilities is to ensure that team members feel safe and comfortable while at work and feel satisfied with their roles.
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Your employees are your most valuable asset.
That’s because they are the greatest contributors to your company’s success: they keep the business running, build the internal culture and deliver quality customer service to clients.
Those great employees are the most valuable of all and you don’t want them to resign.
This is why it’s important to invest in their growth and
development.
You want your talented people to feel rewarded, supported, and well taken care of, so they can continuously fulfill their responsibilities and remain loyal to your organization.
A healthy workforce means a healthy organization.
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You always hear about the importance of employee engagement in driving your business’ success.
Why? Because strong employee engagement boosts staff productivity and helps improve overall performance, in the same way that it fosters loyalty and reduces employee turnover.
But who should take responsibility for employee engagement?
Is the leadership team accountable?
Perhaps it’s the Human Resources (HR) manager?
Or maybe, employee engagement lies solely in the hands of individuals?
When it comes to employee engagement, it’s actually a team effort – everyone has a part to play to achieve great results.
To understand this better, let’s discuss the different responsibilities each member of your company has in driving employee engagement forward.
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Have you heard about the EU Whistleblower Protection Directive?
By December 17, 2021, you can expect this to be transposed as a national law across all EU member states, affecting organisations with 250 employees or more.
The Whistleblower Protection directive aims to protect the safety of corporate whistleblowers as they expose misconduct events. For companies like yours, this is a great opportunity to nurture a “speak up” culture that will help you proactively address breaches and other ethical violations before they become a state-wide PR issue.
This directive brings with it certain management responsibilities too. As you strive to ensure a healthy culture and work environment, privacy concerns must also be taken into account.
To help, here is a complete guide to the EU Directive on Whistleblower Protection and how your business can adapt effectively to comply with it.
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Australian statistics report that 92% of their serious mental health concerns in the workplace are mainly caused by work-related stress. Other countries are not far off, unfortunately.
Problems like mental exhaustion, physical weariness and emotional burnout put employees at risk of what’s called ‘work disability’.
Work disability risk occurs when employees become unable to work due to ongoing illnesses, consistent anxiety or enduring injuries. This can be due to extreme job dissatisfaction and stress, resulting in employees losing the motivation to go to work and perform their roles. As a result, your company suffers from longer-term negative consequences including lost productivity, poor customer service and lower revenue generation.
Every business and employee wants to avoid this outcome. So it’s important to understand work disability risk and how you can mitigate its impact.
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Why do you think Google invests in providing office spaces that cater to various relaxation, creativity and socialisation activities for employees?
Have you ever wondered why Nike prioritises inclusion and diversity across their business, or why NVIDIA provides generous medical plan benefits for their staff?
The answer is simple.
Companies know that employees are integral for excellent service delivery and overall success. The workforce drives performance, and that’s why businesses often go over and beyond to keep people on board and motivated.
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